Find out how we will improve inclusivity by taking action to reduce gender pay gaps and create an equal pay framework. 

How we aim to improve inclusivity

We aim to: 

  • drive forward the actions to create an equitable pay framework that will contribute to reduced pay gaps
  • develop benefits and career progression criteria that are open, transparent and foster equality
  • develop clear review processes and promotion criteria, job evaluation benchmarks and pay framework
  • ensure the new policies are inclusive and support the creation of a work environment in which our diverse workforce has a sense of belonging and people feel able to be their authentic selves
  • undertake this work to ensure staff feel valued for their contribution, and recognised for their success.

Measuring success

We will:

  • improve the KPI of overall "engagement" (Staff Survey) year-on-year, reaching a target of being above comparator average by 2025
  • make reductions in the gender pay gap annually and have an equitable transparent pay framework by 2024, in line with the Inclusive Sussex Strategy
  • improve representation at senior level with regard to gender, ethnicity and disabled staff by 2025. Annual modelling will be undertaken and targets set.

What do you want to do next?

See more from People Strategy